Building Resilience: Why Mental Health Belongs on Every Construction Leader’s Agenda
The construction industry is built on grit, skill, and relentless commitment. But behind the hard hats and tool belts is a silent epidemic that leaders can no longer afford to overlook.
Recent findings by the Construction Industry Rehabilitation Plan (CIRP) revealed that 90% of construction workers reported experiencing a tough childhood, with 70% having undiagnosed PTSD. (Source)
As someone who came from a tough childhood and found healing through a career in the trades, this statistic doesn’t surprise me. What does surprise me is how few leaders in our industry are talking about it—and how much opportunity there is to turn that around.
Understanding why people from challenging childhood experiences are drawn to this industry not only makes us better leaders, it empowers us to create safer, more productive, and more sustainable workplaces.
Why People from Tough Childhoods Thrive in Construction (Until They Don’t)
1. High-Stress Feels Familiar
Construction is fast-paced and pressure-filled. For someone who grew up in chaos, this can feel “normal” or even comfortable. But unmanaged stress over time becomes a liability.
Leadership Insight: Recognize that high performers under pressure may be internalizing stress. Building psychological safety into your culture is no longer a nice-to-have – it’s business-critical.
2. Physical Work Helps Regulate the Nervous System
Manual labor can be a subconscious form of therapy. It burns off cortisol, helps people feel grounded, and keeps the nervous system in check.
Leadership Insight: When you transition a field worker to a desk-based role (estimator, project manager, sales), make sure to replace that regulation tool. Offer gym stipends, walking meetings, or company-sponsored fitness challenges.
3. Tangible Goals Provide Emotional Stability
For someone with a tough early background, completing a task and seeing the result offers a sense of control and accomplishment that may be hard to find elsewhere.
Leadership Insight: When promoting or developing talent, coach team members structure clear goals and celebrate wins. Celebrating small victories builds trust, confidence, and momentum.
4. Camaraderie Feels Like Family
Many workers in our industry find a surrogate family on the job site, a place where hard work earns respect regardless of your past.
But this same culture often discourages emotional honesty. That needs to change.
Leadership Insight: Model what I call “bold vulnerability.” It starts at the top. Ask questions that invite real connection:
- “Parenting after a long day is tough, how are you handling it?”
- “I’ve been feeling more cynical lately, how do you stay grounded?”
- “My partner called me out for being emotionally unavailable. Anyone else ever feel that way?”
It’s not about being perfect, it’s about being human. And when leadership shows up in this way, others follow. That’s how you change culture.
5. Fewer Traditional Opportunities
Challenging childhood experiences often disrupt education and stability, making skilled trades a lifeline and a launchpad for millions.
Leadership Insight: We must destigmatize and elevate careers in the trades. These are not fallback jobs. They are vital, noble, and essential professions. When you invest in the people doing this work, you’re investing in the future of your company.
The Science: Why Movement Matters in Mental Health
Research from Cells and Biological Psychology Journals shows that regular physical activity stabilizes the HPA axis, regulates cortisol, and boosts emotional resilience.
The jobsite already provides this but it’s not enough.
Leadership Insight: Treat movement as a strategic health initiative. Include it in wellness programs, encourage active breaks, and integrate physical activity into everyday culture especially for your office-based staff.
What Leaders Can Do: Scalable, Proven Strategies
1. Offer Easy, Stigma-Free Access to Mental Health Resources.
Normalize mental health services through partnerships with providers experienced in supporting people with difficult backgrounds, and transparent promotion of your EAP.
Real Example: Kara McCaffrey of Houck saw EAP engagement rise simply by talking about it. No massive rollout; just real conversations.
2. Create Peer-Led Support Circles
Peer programs increase trust, reduce isolation, and make mental health a team value.
Pro Tip: These don’t need to be formal. Encourage teams to spend downtime together. Host toolbox talks or add a mental health component to your lunch and learns. (When I started adding personal development tips to my talks about boiler maintenance, the union halls filled up faster than anyone expected!)
3. Train Leaders in Mental Health Literacy
Foremen, supervisors, and department heads are your first line of defense.
What to do: Invest in simple, recurring training. Teach your leaders how to spot red flags, have meaningful check-ins, and connect people to resources. Once every other month is a solid start.
4. Hire Coaches and Trainers Who’ve Walked the Walk
Bringing in outside experts is helpful but bringing in someone who’s worn the boots is transformative.
Why It Works:
- Builds instant credibility
- Provides relatable, practical tools
- Shows success is possible without hiding who you are
According to the Journal of Occupational Health Psychology, peer coaching programs reduced stress and improved job satisfaction by 27% in high-risk labor industries.
If your team can see themselves in the trainer, they’re more likely to believe change is possible and sustainable.
Final Words: Mental Health is a Leadership Issue
The intersection of challenging childhoods, construction work, and stress is not a niche concern, it’s a leadership challenge with bottom-line consequences.
But it’s also an incredible opportunity.
You’re not just building structures. You’re building people. And when you create a culture where your workforce can be strong and supported, productive and whole, you don’t just retain talent—you transform lives.
Let’s move beyond grit and grind. Let’s build workplaces where resilience is more than survival; it’s a strategy.
Next Step: Invest in Your Team’s Growth with GET Thriving Reignite
If this message resonates with you—and you’re ready to turn insight into action—consider joining GET Thriving Reignite for yourself or bringing us in to lead Reignite for your team.
This powerful, real-world program is built specifically for people in the trades—by someone who’s been there. The program is designed to meet your workforce where they are, with tools that stick and conversations that matter.
Why Reignite Works:
- It’s led by someone who’s walked in your team’s boots.
- It fosters practical, sustainable mindset shifts—without the fluff.
It blends leadership, mental health, and real-life application in a way your people will respect and respond to.
If you want to build a culture where your people don’t just show up—but come alive…Let’s talk about what Reignite could do for your team.
